So You Want to Be a Recruiter? 5 Things to Know About Working in the Staffing Industry

Is Staffing the Right Career for You? Here’s What You Should Know.

When I interview prospective new hires interested in joining The Hollister Group, one of the most common questions I get is: “What does a typical day look like in staffing?” The truth? Every day in this industry is a little different—and that’s one of the best things about it. But while no two days are exactly the same, there are a few constants you should be aware of before jumping in.

First and foremost: staffing is sales.

If you’re not comfortable in a sales-driven environment, staffing might not be the right fit. My advice is simple—know what you're signing up for. That doesn’t mean hard-selling people. In fact, quite the opposite.

Staffing is one of the most challenging, rewarding, fast-paced, and potentially lucrative careers you can pursue without a specific degree or prior experience. But before you make the leap, here are some things to keep in mind:

1. You’re not selling a product—you’re working with people.

This is one of the biggest mindset shifts for many new recruiters. You can’t control people, and no one wants to be “sold” when they’re making a life-changing decision like finding a new job. Candidates want someone who is knowledgeable, empathetic, and honest. Hiring managers want trusted partners, not empty promises.

You’re in the relationship business. And relationships require trust, consistency, and clear communication.

2. You’ll be responsible for hitting measurable goals.

Expect to have daily, weekly, and monthly metrics—calls, candidate/client connections, outreach messages (LinkedIn, email), and placements. These are essential for driving results, and once trained, you’ll be expected to meet these goals consistently.

If you’re motivated by helping people and enjoy the satisfaction of meeting targets, these metrics will empower you to do more of what matters. But if structured goals feel restrictive, this may not be the ideal environment for you.

3. Expectation management is everything.

Overpromising and underdelivering is the fastest way to lose trust in this industry. I’ve trained dozens of new hires on how to have honest, realistic conversations with candidates and clients alike.

Candidates often complain about recruiters who disappear after showing initial excitement. Clients get frustrated when they invest time explaining a role and never see suitable candidates. Be upfront. Be candid. Set realistic expectations. It will set you apart.

4. Follow-up isn’t optional — it’s your differentiator.

In staffing, your calendar is your best friend. If you struggle with organization or time management, this will be a challenge. Successful recruiters communicate clearly and consistently, and they take ownership of follow-ups—whether it’s a 24-hour check-in or a week-later update.

Strong communication builds trust, earns referrals, and helps you stand out in a competitive industry.

5. Staffing is not Human Resources.

This is a common misconception. While recruiting is often a function of HR, staffing is distinctly sales- and results-driven. If you’re looking to build a traditional HR career, you’ll likely find a more direct path by targeting entry-level HR roles like HR Assistant or HR Coordinator.

That said, many successful staffing professionals do move into corporate recruiting and, eventually, into HR roles. But if HR is your end goal, know that staffing may not be the most straightforward entry point.

Curious if staffing is right for you?

Start exploring! Reach out to recruiters on LinkedIn and ask for informational interviews. Read company reviews on Glassdoor or Comparably. Attend webinars or industry events.

If you’re considering a career in staffing and want to learn more, don’t hesitate to connect with us —links below!

Want to learn more about a career in staffing? Let’s connect.